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Business Development Consultant Job Description

How to Hire a Business Development Consultant

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Business Development Consultant Job Description

Business Development Consultants review existing company processes to ascertain areas for improvement. Business Development Consultants use insights obtained from these and other analyses to formulate profit-boosting strategies.

We are actively looking for a hardworking Business Development Consultant to identify and capitalise on opportunities for our firm. The Business Development Consultant will be required to study existing procedures and to formulate appropriate strategies that facilitate our expansion. Throughout this process, you should be acutely aware of our company’s position within the field, working to consolidate this by using the resources at your disposal.

To deliver success as a Business Development Consultant, you should be skilled at executing strategic business plans. A remarkable Business Development Consultant should be able to produce tangible results in even the toughest of markets.

Business Development Consultant Duties and Responsibilities

  • Extensive experience as a Business Development Consultant or equivalent.
  • Ability to draught, decipher, and negotiate business contracts.
  • Complete understanding of contemporary market trends.
  • Solid business acumen supplemented with decisiveness.
  • Concrete grasp of routine and advanced statistical procedures.
  • Capacity to motivate staff to ensure alinement with visions.
  • Communicative, versatile, and strategic.
  • Degree in Business Administration, Quantitative Finance, Economics, or similar.

Business Development Consultant Skills and Requirements

  • Conduct regular, in-depth analyses of our company’s policies and processes to ascertain strengths and shortcomings.
  • Analyse and reformulate existing and promise business contracts to maximise turnover.
  • Scrutinise the market to elucidate clients’ needs, competitors’ activities.
  • Inspect company finances to identify trends and set reasonable targets.
  • Craft short and long-term, action plans in consultation with the Directors.
  • Communicate strategies with staff to obtain their buy-in.
  • Train staff in appropriate techniques to support the utility of business strategies.
  • Review your progress using standardised metrics.
  • Compile detailed reports that capture successes and opportunities.
  • Extensive experience as a Business Development Consultant or equivalent.
  • Ability to draught, decipher, and negotiate business contracts.
  • Complete understanding of contemporary market trends.
  • Solid business acumen supplemented with decisiveness.
  • Concrete grasp of routine and advanced statistical procedures.
  • Capacity to motivate staff to ensure alinement with visions.
  • Communicative, versatile, and strategic.
  • Degree in Business Administration, Quantitative Finance, Economics, or similar.

How to write a Business Development Consultant Job Description

To write a job description, we recommend starting with a job description template from our job description library, which contains examples for 800+ positions and professions. Our job description examples include a job summary with duties and responsibilities and skills and requirements, which can be personalised for your job vacancy.

How to write a Business Development Consultant job Advert

Use our job advert template to write a job advert for posting on job sites and job boards. Our job advertising templates are carefully created to help you reach your audience and beat the competition to the best talent.

Personalising Your Business Development Consultant Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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